A brief guide to navigating the skill assessment jungle

When, and for what purpose? 

First of all, let's get one thing straight: no, the skill assessment is not “old hat” or a test used only by job centres for those with little in the way of qualifications who might struggle to find employment.  

Increasing numbers of people under the age of 30 are using it. Think of it like a medical check-up. Prevention is better than cure, right? Rather than waiting until you burn out or until work becomes consistently unbearable, watch for these warning signs. Are you feeling increasingly exhausted? Anxious? Frustrated by the work you're being given? Perhaps it's time to calmly take stock of your career thus far. Putting your dissatisfaction into words is the first step towards resolving it. It's also an opportunity to ask yourself what you're really looking for: this might not necessarily be the same at the age of 35 as it was when you were 30 or 25. There are numerous reasons why you might choose to go down this route. Ultimately, a skill assessment is a bit like the F5 key: it serves as a refresh button for your professional career. 

“But I don't want to change jobs!” Once again, let's be clear: a skill assessment is not necessarily supposed to turn everything on its head and set you on a whole new career path. Not all hesitant insurance brokers end up brewing craft beer, nor are all disillusioned sales staff destined to launch their local organic grocery store (even if it's the trendy thing to do). The aim is to get to know yourself better and to (re)gain trust in yourself, and this involves identifying the skills you have recently acquired, sometimes without even realising it: if you have managed your company's social media presence, chances are you have a few communication skills that you can add to your CV, for example.  

If it's the right time 

If you are at the start of your career, the first option for undertaking a skill assessment is to cut out the middleman. There a several self-assessment methods that you can use, such as Igikai, which means “my life purpose” in Japanese.  

1. On a piece of paper, draw four large circles.  
2. In one of the circles, start by writing down the things that you enjoy doing. This could be anything that brings you joy, whether at work or during your free time.  
3. In the second circle, list your talents, personal qualities and abilities. The third is dedicated to skills or services for which you could get paid.  
4. Finally, figure out what causes you would fight to defend, the things that drive you.  
5. Keep only the things that are most important, then look for the links between the elements you have chosen to keep: your Ikigai is what lies at the heart of these four circles.  

Need an example? I like to listen, am a good listener and know how to use a camera, and I also believe in the importance of learning about the lives of others: what if you became a documentary maker? 

Hester's method, which was developed by JobTeaser, is another very useful way to identify your soft skills and desires. There are three exercises for the user to complete.  

1. First, you have to choose what you hope to achieve in life, based on a list of around 60 different skills, before selecting your top three.  
2. The second exercise involves filling in a questionnaire on a series of situations. Are these situations you have been confronted with in the past or not?  
3. Finally, for each soft skill you chose for your top three, you need to think of a situation in which this skill would be required. 

Another option is to get a coach. But beware, not all self-proclaimed Ted Lassos on LinkedIn are trustworthy. Again, you should only do this using certified organisations with an initial screening process. moka.care, the start-up specialising in mental health, puts its partner companies' employees in touch with coaches and therapists, while guaranteeing the anonymity of the data and information collected. Why not ask your employer to give them a call?  

OK, can I still do this later in my career? 

Anyone in employment is eligible for a skill assessment. Another benefit is that a skill assessment is relatively inexpensive (expect to pay between £880 and £2,200) and easy to access – it can be done during or outside working hours. If you find yourself unemployed at any point in your career, you can make use of the personal training support sometimes offered by the job centre. If you are an employee and want to undertake a skill assessment, you can do so through your personal training account or your company's skill development plan. It is worth noting that your boss can't refuse you permission to take a skill assessment, but they can postpone it for six months if they feel that you have been absent from work too often.  

And what exactly does working with a coach involve?  

The skill assessment itself takes no more than 24 hours. But this isn't something you can just cram into three days; the system works best when you give it some time. This allows you to take a step back, look inwards and get things moving in the right direction again. You should expect to have up to eight one-to-one sessions with a HR advisor or occupational psychologist, spread over three to six months. 

But get ready: you'll have to really put yourself out there! However, rest assured that everything will be treated in confidence, right from the very first session, where you will share with them your needs and expectations. The person that you are speaking with will tell you about the method they use. At this point, there is nothing to stop you declining and going elsewhere.  

If you choose to proceed, the next two or three interviews will focus on getting to the bottom of what drives you, your values and your areas of interest. This will then reveal your deepest desires and your potential through an analysis involving discussion, sharing your thoughts with your advisor, professional role play and a series of psycho-technical tests. 

The third step: confronting reality. You will be provided with information about different jobs, but, most crucially, you will be encouraged to go and find out more about the job or position that you are interested in, to question those who already do it for a living. This is to make sure that you understand exactly what the job involves and to shatter any illusions you may have – because, yes, guitarists have arthritis, spacemen are subject to unimaginable levels of stress before floating among the stars, and doctors have to contend with 10 years of studies, making it a less-than-obvious choice for a second career. Finally, you need to set out a professional career path, step by step, which is then summarised in a report.  

But, how do I go about finding my advisor? 

You have been warned, this can be as challenging as trying to track down the philosopher's stone. There are just as many phoney skill assessment centres as there are legitimate ones. Don't just rely on a phishing message you received via text, a tip from a vague acquaintance's cousin's neighbour, a glowing LinkedIn post endorsed by a personal development coach or a five-star Google review. The first step in sifting through this mass of information is checking that the training organisation you are approaching has obtained its Qaliopi certification.  

Then, don't hesitate to ask those around you some questions. Ask colleagues who have already worked with the organisation, your HR team or your job centre contact what they think of it. There is someone else who can guide you through this jungle, your career development advisor – and the cherry on top is that it's free.  

Ask yourself about your needs and requirements. Are you unable to travel? Do you have limited availability during a busy time at the office? Who offers fully remote services? Does the centre specialise in certain industries? It's then a case of meeting with the advisors. Before you know it, you'll be completing your very first session. It's worth repeating, your gut feeling is key. There's no place for false modesty here, your future career is at stake!